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11)How will others perceive my move? Will people in my church understand and support my leaving? If you cannot logically explain why you should leave your current position, then you should reconsider. If most of your reasons involve resources, salary, prestige, and influence, then be careful!

12)Will the grass actually be greener on the other side? It is easy to look at another situation and imagine how good things will be there. I have discovered that every place has its problems, and the problems are similar. When you stay in one place for a long time, you know these problems better. While the problems seem to increase with time, your ability to cope with them and handle them constructively should also be increasing. Always remember that what you see in a courting relationship with a new church is not reality. It is no more reality than dating is reality to marriage.

Conclusion

The seriousness of transition should never be overlooked or diminished. In my experience, I have considered three major transitions that did not materialize. Each of these came at logical transition points such as completion of a degree and culmination of a project. Deep within myself I could never justify leaving this church and its people to go and serve another similar church in a new location. While the prospects of changing location and working with new people seemed exciting, I could never decide how I'd explain to my current congregation why the other church was better. Consequently, I stayed. In each situation, I did eventually move, usually within the next year or two; however, the extra time I stayed became the most productive and most memorable times in my ministry. In each situation I saw ministries that I'd begun move to new heights, conflicts that seemed irreconcilable reconciled, and I had personal tragedy for which I needed the support system and grace of my present church. Through my experiences, I'm convinced that we often move a little too early — just before God's best for us is realized.

Designing and Distributing a Resumé

A resumé is a tool in the process of seeking new employment. Designed for the singular purpose of getting an interview, it is the source a prospective employer (search committee) uses to determine whether or not they are interested in finding out more about you. Realizing this goal is important in designing a resumé for a music ministry position.

When designing your resumé, you should pay careful attention to standard job search knowledge; however, realize that churches are unusual organizations and will require different information from people they are interested in hiring/calling. Ministry resumés are not usually limited to two pages, do contain personal information, and often contain a statement of calling, which relates personal Christian commitment. Resumés differ from church to church and should be designed with a particular position in mind. Most denom- inational offices offer assistance with designing resumés, as do local workshops, websites, and many library resource materials.

Resumés are usually designed in reverse chronological order beginning with your present position. Most churches are interested in your work history, and gaps often are reason for question. Do your best to fill in your resumé gaps; however, everything on your resumé must be absolutely true. If you are new to the field of music ministry, have been out for a while, or have serious gaps in your resumé, you may want to utilize a resumé format that emphasizes your qualifications and skills rather than a chronological format.

When a search committee meets, their primary objective is to narrow the pool of candidates. Although church committee members may spend a bit more time looking at resumés, the average time spent is one minute. What you intend to say must be said precisely. Consider the following suggestions:

Designing a Resumé

1)Non-musicians who are looking at the "big picture" of the church's ministry will view your resumé. It should not be filled with a great deal of technical jargon.

2)A resumé should never contain anything negative. Your negative qualities will eventually be discovered; you must not expose them in a resumé. If there are negative aspects in your job history or educational background, search for ways to state them in positive terms.

3)You don't want everything on a resumé. You want to save things to talk about in the interview.

4)Seek help in designing your resumé. Consult a local placement service at a university or someone who specializes in assisting people in finding jobs. Be sure that your resumé is carefully proofed. Ask someone who has layout experience to look at your resumé.

5)Emphasize important items by placement and by size. Items you want to emphasize should come early, be closer to the left margin, and be in a larger font. If your educational background is lacking but you have a strong work history, de-emphasize your education by putting it later and in a smaller font.

6)Don't be clever and cute in a resumé. A resumé is to convey information, not show creativity. Use traditional fonts, simple paper, and avoid artwork.

7)Use action words. Phrases such as "was promoted," "led in growth," and "saw to completion" will speak to qualities that committees seek.

8)Design a resumé for a particular congregation. Find out what they are seeking, and capitalize on your ability to provide it. The skills needed to continue an outstanding program are different from those needed to begin a program. While you may be capable of either, the committee must evaluate your suitability for their church and its needs.

9)Although public companies cannot ask information regarding marital status, age, or other such personal information, churches will want to know this. It is usually best to put all information on the resumé to avoid any difficulties later.

10)References should be provided on the resumé, not "available on request." The latter can give the impression that you have something to hide. Many churches will contact your references prior to arranging for an interview. Often they will not want you to know they are interested at this juncture. They will rarely ask for your references if you don't provide them.

11)Pay careful attention to references. References should represent a wide range of people who can comment positively on your ministry. Committees are often wary of a "who's who" resumé list. Your resumé should contain both clergy and laypersons and should include someone from your educational experience unless you are past mid career. Often very busy, high profile people are not your best reference choice because they may not have time to respond to numerous phone calls, letters, and reference forms. Persons serving as references should have a stake in your future and be committed to assisting you!

12)As an act of courtesy, always receive permission to include someone as a reference. A refusal to serve as a reference does not mean the person doesn't believe in your abilities; but may mean the person is currently serving as a reference for too many other people! Be sure that you include accurate information regarding references. Addresses, phone numbers, and e-mails are necessary.

13)Avoid photos on resumés. Resumés are often copied to distribute to committees. Through multiple copies your photo may eventually become a series of black smudges. Photos also can emphasize your youth or your age and can bring out prejudices of committee members.

14)Be sure that all contact information is correct.

15)Avoid using stationery from your existing job when applying for a new job. This gives the impression that you would misuse church materials for your personal advancement.

Use of some of the Action Verbs, Nouns, and Modifiers in the following section should prove valuable in designing a resumé.1 accelerated accomplished achieved adapted administered analyzed approved completed conceived conducted coordinated created delegated designed developed directed effected

Action Verbs eliminated established evaluated expanded expedited facilitated found generated improved increased influenced initiated instructed interpreted lectured led

Concrete Nouns maintained managed mastered motivated operated organized originated participated performed pinpointed planned proficient in proposed proved provided reduced reinforced reorganized revamped reviewed revised scheduled set up simplified solved streamlined structured supervised taught trained translated utilized

and Positive Modifiers

ability competentproficienttechnical activelyconsistentqualifiedversatile capacityeffectivenessresourcefulvigorous competencepertinentsustainability

Distributing the Resumé

The process of distributing resumés for ministers of music has changed dramatically in recent years. Until the late 1980's or early 1990's, it was assumed presumptuous for ministers in a Free Church position to submit their own resumé, and most churches did not actively advertise their openings. Nearly all job placements came through educational institutions and private networks among denominational employees and personal friends. This process has changed, and now many churches advertise for their positions. It is not unusual to see many advertisements for music ministry positions in state and regional denominational papers or magazines. In addition to these sources, professional journals often carry advertisements for music ministry positions.

Remember to refer to these denominational publications when seeking a new position, but realize that all openings are not necessarily found in the classified section. When searching for a new position, also pay careful attention to the transitions of ministers; every time someone moves from a church, an opening is created.

Educational institutions are excellent sources for openings. Many educational institutions have active placement services that are eager to assist. Also, educational institutions often display advertisements that come to them. A job placement board can be helpful; but the most helpful source for job placement of music ministers is networking. Networking occurs when you let people know that you're interested in moving and are seeking their assistance. This is usually most effective with people who know you well and have knowledge of your skills and abilities.

Many denominations require that all resumés for a position be submitted to a local or regional office. That office will do a prequalification scan of the resumés and will forward only those that they feel best suit the position. Congregations in denominations that follow this procedure are free to search outside the denomination, but this process is not necessarily encouraged.

The Cover Letter

Although a friend or acquaintance may send your resumé on your behalf, ministers may also submit their own materials. A cover letter with a resumé provides a brief introduction. The letter should focus specifically on your qualifications for the position. While being unapologetic about your abilities, maintain a humble tone. Church committee members can be turned off if you cross the fine line from confident to cocky!

Follow-up

Follow-up is difficult in church situations, since many people are involved in the process. It is much different from a secular position in which a personnel office handles job placement and receipt of your materials is usually documented. As despairing as it may sound, you will often know nothing concerning your materials unless you're called for an interview. However, staying in touch with your references is sometimes helpful because they can tell you if they've received inquiries concerning you.

elating to a Search Committee

Before reading further, you should carefully read the last section in this Chapter, "For Personnel Committees Only." The information in this chapter will assist you in understanding the perspective of the committee and will give useful information regarding what to expect from the committee.

The Setting

As you begin a process with a search committee, you must realize that many aspects of the search process will be out of your control. While you are eager to pursue the process, search committees usually move very slowly. The process will require patience, and the following suggestions should prove helpful:

1) Be thorough and quick in responding to requests. When asked to provide more information, or about your availability for an interview, you must provide information quickly and thoroughly. Often potential interview times are not convenient for you; however, do whatever is possible to rearrange your schedule in order to accommodate the times. Realize that the church is consolidating the schedules of a five to seven member committee. Interview times are rarely convenient and are hardly ever chosen by the candidate. Work to accommodate.

2) Keep careful notes of all conversations. Each time you talk with someone related to the process, take careful notes, including direct quotes. After the conversation, clean up your notes so that they're legible. Date the notes and keep them in a file. At the potential decision time, they will be pertinent reminders of the process. Keep copies of any information that you submit. Keep a record of the dates documents or other important information or materials were mailed.

3) State your opinions and feelings carefully and honestly. Be forthright; but bear in mind that the committee members are observing your tactfulness and maturity.

4) Start to do your assessment from the beginning. Your assessment of the church, staff, pastor, committee members, and others should begin with the initial contact. Often search processes stall for long periods of time, then proceed quite quickly. You will want to be prepared for this acceleration by having done your homework from the beginning.

The Process

The process is carefully outlined in the section, "For Personnel Committees Only!" If the committee doesn't tell you the process, you should ask in a tactful and respectful manner. If there is no process, be careful. This could be indicative of the church's lack of focus.

The Interview

The Interview has a two-fold purpose. It is the opportunity for you and for the church to get to know each other and to evaluate your compatibility. You are interviewing the church, and the church is interviewing you.

Preparation for the Interview

Adequate preparation for the interview is important if you are to get the most out of this process. Consider the following:

1)Write out questions in advance, and continue to add questions as you gain more information.

2)Carefully formulate and write out your expectations of the church. Preparing this list in advance will assist you in being a careful listener during the interview and in being more objective in evaluating the interview later.

3)Carefully review the job description.

4)Find out who will be on the committee, and learn about them.

5)Learn as much as possible about the church. See the following section, "Assessing the Potential Church."

6)Plan all aspects of your travel. Take care of your wardrobe far in advance. Nothing can disrupt your confidence more than for the cleaners to be closed the evening before your plane leaves at 6:00 a.m. If you must purchase new clothes, do so in advance so that alterations can be done. Pick up travel tickets in advance, decide on every detail, and make a thorough list. Consult with a friend once your list is made. If you have child-care or other family issues, be sure that everything is considered in advance. You do not want your focus to be interrupted as the interview time gets closer.

7)Practice interviewing. If you've not interviewed lately, or feel that recent interviews have been ineffective, find an experienced interviewer who can ask practice questions.

(8) Get plenty of rest so that you will be alert. Be sure that your travel schedule allows adequate recovery time once you arrive.

The Interview

1)Wear comfortable, stylish, yet conservative clothing. Your clothes must be neither flashy nor dull. Your jewelry and make-up should be moderate with little fragrance. Your nails should be clean and your shoes shined. Clothes should be expertly pressed.

2)Arrive early. You may want to drive around until the time for the actual interview rather than wait in the car or inside the building.

3)Shake hands with each member if appropriate. Remember that if women do not offer to shake hands, then men should not shake hands with them. Your handshake should be confident. If in doubt about your handshake, practice before you leave home.

4)Listen carefully and maintain good eye contact when listening and speaking. Look carefully and frequently at each interviewer, not only the ones who make you feel confident and are good listeners themselves.

5)Respond slowly and carefully but not in a dull manner. You want to balance showing your passion for music ministry with being thoughtful and reflective. Your answers should be complete and concise; do not ramble, and give examples to support statements. Be sure to smile, and seek to build rapport with interviewers.

6)Carefully understand each question. Ask for clarification if needed. Avoid asking, "Did I answer your question?" It is acceptable for you to write down some aspect of a question if this will help you to formulate your response.

7)When it is your turn to ask questions, be ready to respond from the list you've prepared. Use your own judgment concerning when you should stop asking questions. Generally, you should ask enough questions to show interest and gain needed information; however, don't dominate. Avoid asking questions whose answers you should have gained from interview preparation. Sometimes questions can reveal that you've not adequately prepared for the interview.

8)Avoid the following: Lying or stretching the truth; showing discouragement; asking about salary, vacation, or benefits; talking negatively about anyone; having sweaty palms (keep your hands open); and chewing gum.

Possible Interview Questions

1) Tell us about yourself.

2) Describe your call to ministry.

3) What are your strengths and weaknesses?

4) What frustrates you or makes you angry?

5) How long would you plan to stay here?

6) How do you work under pressure?

7) How do you work with others? What is your leadership style?

8) Describe a conflict situation and how you dealt with it?

9) What is your vision for the music ministry in our church?

10) What is the purpose of music in worship?

11) What are your music preferences? How have they been influenced and developed?

12) How do you work with different age groups? Provide examples.

13) What successful recruiting tactics have you used in the past?

14) How do you describe yourself theologically?

15) What are your feelings about classically based church music? Contemporary Christian music? Praise songs?

16) What is your role with choir members outside rehearsal and worship? How do you maintain your role as minister and as friend?

17) What books have you read in the last six months?

18) Who have been the strongest influences in your life?

19) What concerts or cultural events have you recently attended?

20) Who are your favorite recording artists?

21) Who are your heroes? Why?